• Journal of Digital Convergence
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• v.14 no.7
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• pp.167-174
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• 2016

The university and college turn into the field of job readiness to get a good job and students build a lot of job specification than others and are constantly studying for employment. Then since employment, some people are fortunate to keep the job for lifetime, but for many people work in the workplace did not meet his aptitude with patience and some people move for work several times without perseverance. One of the reasons for job dissatisfaction is that the job does not fit his aptitude. Meantime many organizations conducted the aptitude(Psychology) test. There are limits, however, to find a suitable job. This study was presented as a model of a platform that is a rational and scientific alternative to search course and job. This model is to better understand the individual characteristics using Big data and artificial intelligence, offers several jobs to meet the characteristics among the various professions selectively and supports to select and design an appropriate job based on the field experience, consulting and mentoring.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.8
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• pp.3586-3596
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• 2012

The purpose of this research is to provide basic data to find a solution for the problem related with job satisfaction, organizational attachment, and intention to change their occupations by job category. The collection was done by self-administered questionnaire conducted by 360 employees from Nursing Division, Medical-support Department, and General Affair for 20 days since August. 15 in 2008. According to the result, for Nursing Division, intention to change their career is still high due to opportunity of external employment although their job-satisfaction or the attachment to the job is high. For Medical-support Department, intention to change their career is low compared with work-satisfaction or the attachment to the job is high. However, there are still intentions to change due to opportunity of external employment and excessive quantity of duty. General affair has the lowest work-satisfaction and the highest attachment to the job. However, intention of change is the highest than the others because of their negative-mind.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.5
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• pp.2778-2788
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• 2014

The purpose of this study is to find out the factors that stress for getting a job and psychological well-being affect career decision efficacy of college students. In order to accomplish the purpose, survey was conducted on 447 college students in the city of I. The results were first, college students' stress for getting a job, psychological well-being, and career decision efficacy didn't have difference by the distinction of sex. Second, some significant difference was present on college students' stress for getting a job, psychological well-being, and career decision efficacy by grade levels. Third, some meaningful correlation was shown on college students' stress for getting a job, psychological well-being, and career decision efficacy. Fourth, college students' stress for getting a job and psychological well-being have a positive impact on their career decision efficacy. As seen in such results, in the course of career search and choice, stress for getting a job and psychological well-being was shown as positive variables. When college students are making a decision on their career, their career decision efficacy can be an important factor of career counseling.

• Land and Housing Review
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• v.13 no.1
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• pp.39-54
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• 2022

Using the 1st to 13th rounds of occupational history data of the Korea Employment Information Service's Youth Panel (YP2007), this study explores the trends and characteristics of the youth labor market in Seoul. We further empirically investigated the job duration and wage determinants of youth employed in Seoul. The results confirm that workers who have a higher income and a higher consistency with their majors are less likely to leave. In addition, we find that workers in full-time, householders, or labor unions have a higher income if they are men and work in large companies. In particular, compared to the reference group (appropriate academic background, appropriate skill), mismatches in the lack of education and skill showed a wage increase effect of 4.9% and 5.5%, respectively. For the major consistency, the wage of the matched major group is 3.8% higher than the non-matched major group.

• Journal of Korean society of Dental Hygiene
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• v.22 no.3
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• pp.153-160
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• 2022

Objectives: This study tried to use information from the university information disclosure system as basic data to understand dental hygiene departments and search for development directions by analyzing major indicators through information disclosure data collection. Methods: Based on the information released from 2019 to 2021, 53 three-year universities with dental hygiene departments nationwide were analyzed based on data from the last three years of university alerts. Results: The indicators that the colleges with dental hygiene departments had higher averages than the overall junior colleges were: rate of levy with enrolled students within the quota, rate of faculty in full service, rate of lectures conducted by faculty in full service, employment rate, and annual scholarships per person. In the dental hygiene departments, acceptance rates of new students were 1.46-30.53 (average 10.24), admission quota was 27-160 (average 70), the number of continuing students was 39-515 (average 209), number of scholarships was 1,368,348.50 won-4,581,073.13 won (average 3,515,647.32 won) and the employment rate ranged from 57.6% to 98.9% (average 82.8%). Conclusions: In order for the departments of dental hygiene to be competitive, it is necessary for colleges to find ways to increase pride in, and satisfaction with their departments. After graduation, if the professional dental hygienist system is established and the legal role as a dental hygienist is expanded, it will be possible to move forward as a competitive department.

• Journal of Korean society of Dental Hygiene
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• v.22 no.3
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• pp.199-207
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• 2022

Objectives: The objectives of this study were to find the influential factors of dental hygienists' work environment and level of perception of rights on their retention intention, and to provide basic data for protecting their rights and interests and improving their employment rate. Methods: From June 6 to July 24, 2021, a questionnaire survey was conducted among 214 dental hygienists via an online link. After questionnaire collection, IBM SPSS program (ver. 21.0; IBM Corp., Armonk, NY, USA) was used to conduct frequency analysis, t-test, one-way ANOVA and multiple regression analysis. Results: The significant and positive influential factors of dental hygienists' retention intention were married individuals (p=0.022), fewer working hours (p<0.001, p=0.007), good work environment (p=0.002), higher wages (p<0.001, p<0.001), higher education (p=0.032), and perception of rights in a mid-level (p=0.038). Conclusions: It is necessary to consider wages and welfare equivalent to dental hygienists' work intensity and workload. By regularly educating dental hygienists to increase their perception of rights, expanding an opportunity of participation, and improving their work environment, it will be possible to increase their retention intention and efficiently establish manpower in dental clinics.

• The Journal of Asian Women
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• v.53 no.2
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• pp.75-110
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• 2014

This research examines marriage migrant women's interpreting and translation work as an ethnic labor, analyzing its creation and work experiences. Major findings about ethnic labor in the research are as follows: First, Korean gendered and discriminatory- exclusive immigration policy enables the creation of interpreting and translation job to marriage migrant women. While the policy limits settlement and employment fields of male immigrant workers, marriage migration women are allowed to settle and find any job. Second, job security and wage of marriage migrant women's interpreting and translation work are still low, although the job is considered a relatively decent one in foreign immigrant labor market. Finally, they experience conflicts between role as neutral interpreters and identity as migrant women, facing native Koreans' distrust and discrimination against them. In conclusion, this study suggests some issues on marriage migrant women's empowerment and their labor market prospect in terms of the sustainability of this job.

• Asia-Pacific Journal of Business
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• v.14 no.2
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• pp.85-100
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• 2023

Purpose - The purpose of this study is to identify the factors of shocking events in the career aspect experienced by Korean workers in the context of the Covid-19 pandemic, and to find out whether these career shocks affect individual perceptions of the importance of subjective career success. Design/methodology/approach - In the survey of 146 respondents, the career shock events experienced in the context of the Covid-19 pandemic were largely divided into three categories; 'work change', 'employment anxiety', and 'life anxiety'. For the subjective career success, seven dimensions - 'financial security', 'financial achievement', 'entrepreneurship', 'positive relationship', 'positive impact', 'learning and development', 'work-life balance' - were used. Findings - As a result, there was no difference in the perception of subjective career success due to the experience of 'work change' during the Covid-19 period. However, the respondents who experienced 'employment anxiety' came to recognize that 'financial security' and 'financial achievement' were more increasing in terms of the degree of difference of importance. And respondents who experienced 'lifetime anxiety' perceived that the degree of difference of importance was increasing in the six dimensions except for 'social influence'. Particularly, the increase in the importance of 'work-life balance' and 'positive relationship' was found to be the greatest among the career success dimensions. Research implications or Originality - Finally, it was concluded that changes in the external environment such as Covid-19 pandemic influence as a career shock and affect the level of importance in subjective career success perception. Based on the results, the theoretical implication on current career study and some practical implications for organizational career management were suggested.

• Journal of the Korean Society of Safety
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• v.21 no.4 s.76
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• pp.127-133
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• 2006

The major purpose of this paper to identify safety climate practices, and to find the affecting variables that influence to the difference in the level of safety climate between plants and employees. And this paper attempted to find the interventions for improving safety climate in the chemical plants. The questionnaires were developed from literature review, especially made by HSE(Health and Safety Executive) in the UK and distributed to managers and workers. The frequency analysis was applied for identifying the level of safety climate. The affecting variables(plant size, accident occurrence, accident experience, injury experience and severity, and length of employment) are tested through analysis of variance(ANOVA). The results of frequency analysis showed that both managers and workers recorded generally high level of safety climate, and the major underlying problems are inadequate H&S procedures/rules, pressure for production, and rule breaking. According to the outcomes of ANOVA, the variable 'length of employment' is the only variable which makes the level of safety climate different. From the survey of safety climate practice, this study finds the level of safety climate and three major underlying problems in safety climate factors of the responded plants, and presents two interventions for improving safety performance. Despite of these outcomes, the applied factors are remained questionable for reflecting as the best ones for identifying safety climate in the chemical industry. In addition, the bias caused by self-report exist in the reliability of the response, and the equivalent size of respondents.

• Journal of the Korean Data and Information Science Society
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• v.27 no.1
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• pp.45-65
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• 2016

Global competition and unstable economic situation in recent years have brought in adverse working conditions such as proliferation of temporary or part-time workers and new shift system. In this study we use exploratory data analysis method to find the relationship between some of the important variables which are related to working hours in KWCS (Korean Working Conditions Survey) and EWCS (European Working Conditions Survey). Next, working hours are explored in terms of sex, employment type, occupation and industry using 2006, 2010, 2011, 2014 KWCS data as well as 2010 EWCS data. Lastly, respondents are divided into two groups of healthy and nonhealthy workers and their working hours are explored in terms of the same categories as above. Finally, simple regression analysis is used to find the effect of health on weekly working hours and adjustment of the effect of health on weekly working hours is made using multiple regression analysis with some other independent variable such as sex, age and employment type included in the model.